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Kind of depends on the requirements. Some are what I consider "hard": including mandatory geographic or industry certifications, licenses, degrees you need to provide proof you have attained. Others are more subjective and could be met in more than one way. If you can show you've attained the necessary experience and education by some alternate route, go for it!
I'd like to share a story about applying for a job that I didn't meet all of the requirements for: About 2007 or so I did just that (I don't remember the company), and I got a reply back saying that they consider applications from unqualified candidates spam and if I were to do it again they'd report it to the authorities (what could "the authorities" do with something like that?).
Did an unqualified job candidate run over this person's puppy? Because I can't think of why else they'd react this way. A lot of people apply for jobs they're not fully qualified for per the requirements especially in soft skill fields.
Yes, I did and do it all the time, especially since I work in a sub-set of a profession where there's never enough candidates. However if it very strongly states that they must have such and such or it's clearly way above my requirements, I usually pass. Sometimes I'll do it anyway just for kicks if it's something I feel they'll never call me for - got shortlisted for a job at the Library of Congress that way though they picked another company's candidates for the job. You never know till you apply, there have been jobs I could swear I'd get a call for which I never heard back from and others I thought I had no chance in hell and they called me.
I'd like to share a story about applying for a job that I didn't meet all of the requirements for: About 2007 or so I did just that (I don't remember the company), and I got a reply back saying that they consider applications from unqualified candidates spam and if I were to do it again they'd report it to the authorities (what could "the authorities" do with something like that?).
It was probably related to the various "Spam" & "Unsolicited Marketing Email" laws that were popping up around that time. This was also around the time when sending mass resumes to virtually every mail you can find was popular. Although some companies did follow through when these resumes and job responses were coming from unaffiliated commercial recruiters, it was really aimed at stopping Uncle Fred's U-Pay-Me-For-A-Job-Referral employment recruiter.
I'd like to share a story about applying for a job that I didn't meet all of the requirements for: About 2007 or so I did just that (I don't remember the company), and I got a reply back saying that they consider applications from unqualified candidates spam and if I were to do it again they'd report it to the authorities (what could "the authorities" do with something like that?).
Sounds like they did you a favor. Now you know which company to avoid.
I found 50% was enough to get to the HR phone interview screening. It wasn't enough; however, to get to the hiring manager(s) round. For that I needed to meet the 80% threshold. Now as far as getting the job, I needed to hit the 90% threshold. I'm of the opinion that companies are seeking "turnkey employees." The less they must train you on the better and the quicker you can produce at a max level for the company. Course certain requirements carry more weight, and a good interview with a lower salary demand (when compared to other candidates) can help. This is completely anecdotal based off my own experiences.
So long as you have a thick skin then there is no harm is applying even with only 50% of requirements.
I found 50% was enough to get to the HR phone interview screening. It wasn't enough; however, to get to the hiring manager(s) round. For that I needed to meet the 80% threshold. Now as far as getting the job, I needed to hit the 90% threshold. I'm of the opinion that companies are seeking "turnkey employees." The less they must train you on the better and the quicker you can produce at a max level for the company. Course certain requirements carry more weight, and a good interview with a lower salary demand (when compared to other candidates) can help. This is completely anecdotal based off my own experiences.
So long as you have a thick skin then there is no harm is applying even with only 50% of requirements.
I've been on a few hiring committees and based on my experience, it's almost impossible to find someone who meets 90% of the requirements. Although some companies won't hire anyone who doesn't meet all of the requirements.
If the requirements said the person has to have experience with Banana software, Apple software, Orange software, and Lemon software, most candidates would have experience with two of them and a few others we don't use. One candidate ends up having the most experience but has a personality that just won't fit in with the rest of the team. Or there is just something "off" about them.
For the last position we hired for, our primary choice candidate accepted an offer elsewhere and turned down our offer. We ended up making an offer to the second choice candidate, but realizing that the person would need some training.
I've been on a few hiring committees and based on my experience, it's almost impossible to find someone who meets 90% of the requirements. Although some companies won't hire anyone who doesn't meet all of the requirements.
If the requirements said the person has to have experience with Banana software, Apple software, Orange software, and Lemon software, most candidates would have experience with two of them and a few others we don't use. One candidate ends up having the most experience but has a personality that just won't fit in with the rest of the team. Or there is just something "off" about them.
For the last position we hired for, our primary choice candidate accepted an offer elsewhere and turned down our offer. We ended up making an offer to the second choice candidate, but realizing that the person would need some training.
I guess it varies by industry. In my industry (the insurance/financial sector) getting candidates that meet 90% is doable. Now getting to 90% at the desired salary, within a short (3 - 4 months) timeframe is when it gets tricky. I also say 90% with the assumption some requirements carry more weight. It would be nice if more the companies were willing to accept 50%, but at least in my industry there just doesn't appear to be much of an appetite for training. Granted there are also some regularly requirements which hinder the process. The state demands a certain experience level or educational background to be certified. Now for internal candidates it's a totally different story. You can be hired with little to no experience if you received good performance evaluations, have recommendations, and show promise.
I put a lot of time and effort into each resume and application. I also only apply if I have 80% or more of what the job announcement said the company is looking for.
1) I don't want to wast MY time. MAYBE if I didn't spend so much time on each resume/application I'd feel differently. I see a LOT more jobs open that I would apply for, but with only one position open. And with a hundred -- to hundreds of people applying for one spot to me the odds just don't justify applying for a gig when I don't think that even I would pick me.
So let me ask: What percentage of people to you think are or have you found to be -- totally Unqualified and not even worth considering....what percentage of applications/resumes get totally kicked out from the start?
I ask because out of 600 applicants -- if 30% are not even qualified in ANY way. then MAYBE the odds aren't one in 600....they're only one in 400. Or, of 100 applicants -- if 50% of applications go straight to the dumpster...then it's really only 50 applicants that a person would have to beat out. Still not great odds but better than if everyone were a contender.
So let me ask: What percentage of people to you think are or have you found to be -- totally Unqualified and not even worth considering....what percentage of applications/resumes get totally kicked out from the start?
In my industry, about 95% of applicants are unqualified. This is more a function of fantasy wanna-be's pretenders versus the reality of the actual industry professionals. This is why we often recruit via targeted headhunting and not general advertising or postings. The frustrating thing about this is that many really think their piddly distant knowledge is anywhere close to the reality of the real world. It's akin to someone who built a backyard shed thinking they are qualified to design and build a SuperMax.
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